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East Baton Rouge Parish Committee for Educational Excellence

East Baton Rouge Parish Committee for Educational Excellence. Human Capital, Culture & Safety, School Climate Subcommittee Recommendations. Revised Working Objective.

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East Baton Rouge Parish Committee for Educational Excellence

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  1. East Baton Rouge Parish Committee for Educational Excellence Human Capital, Culture & Safety, School Climate Subcommittee Recommendations

  2. Revised Working Objective EBRPSS will recruit and retain only those teachers, school leaders and administrators who provide an excellent education to all students and create a learning environment that drives high student achievement and safety. EBRPSS will identify and confront all barriers and constraints that prevent having an excellent teacher in every classroom and excellent leader in every school.

  3. Human Capital Continuum

  4. Strategy #1 – Recruitment & Staffing • Mutual consent hiring (95%; 100% at high-need schools) • Release anyone unable to find position after 1 year • Only recruit new teachers who come from highly rated prep programs (90% from Level 1-3; 60% Level 1-2) • Only hire veterans with demonstrated track record of significant student gains (100%) • One-on-one & tailored staffing support from HR for principals (90% satisfaction of principals) • Streamline applications; use quality pre-screen (90% satisfaction of new hires)

  5. Strategy #2 – Performance Management • Adopt competency models defining highly effective bar and evaluation tools to measure the competencies • 80% ratings of performance match student outcomes • Frequent inter-rater reliability checks • More equal distribution • Incorporate student outcomes in professional planning • 95% report meaningful feedback • Grant principals site-based autonomy in exchange for accountability for overall school performance • 100% of principals retained demonstrate significant school-wide gains

  6. Strategy #3 – Individualized PD • Time within school day • 90% teachers report avg. of 1 hour collaborative PD/week • Middle leadership roles • 50% rated as highly effective transition into middle leadership roles • Differentiated PD determined by student outcome data and evaluation results • 90% satisfaction • Measure effectiveness of PD and align resources accordingly • 95% see improvement in evaluation ratings; 85% in student growth

  7. Strategy #4 – Rewards & Retention Decisions • Effectiveness data primary staffing determinant • 100% of RIF decisions based on effectiveness, not seniority • Financial & other incentives to highly effective educators who teach in high-need schools • 80% who receive incentives stay in schools at least 2+ years • Reward teachers ranked in top 25% of statewide performance (value-added); Remove teachers ranked in bottom 25% of statewide performance • Rate

  8. Strategy #5 – School Safety & Culture • Use Instructional Culture Index (100% use) • Establish Positive Behavior Intervention System (PBIS) at each school (100% identifiable) • Daily “Advisory Class” (incidences rates) • Engage EBR community to ID & eliminate attendance barriers (95% attendance) • Student Bill of Rights • Student Resource Officers as student advocates • Semi-annual school climate score card (physical plant) (85% meet or exceed standard)

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